Tools

In California, if the employer requires a non-exempt employee to purchase a specific tool for the performance of his or her job duties, the employer is generally required to pay the employee back for the purchase of the tool.

In some instances if the employer pays the employee at least two times the California minimum wage, the employer may require that the employee provide and maintain hand tools and equipment that are customarily required by that industry.

Employers often require employees to provide specific tools to discharge the duties of their job, but do not reimburse the employees for those tools and do not pay them twice the California minimum wage. Under these circumstances, the employer often owes the employee monies to reimburse them for the purchase and maintenance of the tools.

A complex set of laws govern the requirements that California employers provide non-exempt employees with reimbursements. Exceptions may limit what employees are entitled to reimbursements. To navigate the complex statutes regarding whether you are receiving reimbursements in compliance with California law, you need to speak to an experienced attorney who is familiar with the law in this area.

If you believe that your employer has failed to follow the law in payment of your wages, contact Lavi & Ebrahimian, LLP today for a free consultation with an experienced employment attorney who will evaluate your options under the law to enable you to obtain the most complete relief possible.

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